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Peter Cappelli

One of the Top 5 Most Influential Management Thinkers at George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources

Profile

Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources.  He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2003-2005, and since 2007 is a Distinguished Scholar of the Ministry of Manpower for Singapore.  

He has degrees in industrial relations from Cornell University and in labor economics from Oxford where he was a Fulbright Scholar. He has been a Guest Scholar at the Brookings Institution, a German Marshall Fund Fellow, and a faculty member at MIT, the University of Illinois, and the University of California at Berkeley. He was a staff member on the U.S. Secretary of Labor’s Commission on Workforce Quality and Labor Market Efficiency from 1988-’90, Co-Director of the U.S. Department of Education’s National Center on the Educational Quality of the Workforce, and a member of the Executive Committee of the U.S. Department of Education’s National Center on Post-Secondary Improvement at Stanford University.  Professor Cappelli has served on three committees of the National Academy of Sciences and three panels of the National Goals for Education.  

He was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources.  He received the 2009 PRO award from the International Association of Corporate and Professional Recruiters for contributions to human resources.  He served on Global Agenda Council on Employment for the World Economic Forum and a number of advisory boards.  

Professor Cappelli’s recent research examines changes in employment relations in the U.S. and their implications.  These publications The New Deal at Work: Managing the Market-Driven Workforce, which examines the decline in lifetime employment relationships, Talent Management: Managing Talent in an Age of Uncertainty, which outlines the strategies that employers should consider in developing and managing talent (named a “best business book” for 2008 by Booz-Allen), and The India Way: How India’s Top Business Leaders are Revolutionizing Management (with colleagues), which describes a mission-driven and employee-focused approach to strategy and competitiveness. 2017 book Fortune Makers takes the same approach to Chinese business leaders. 

His 2012 book Managing the Older Work (with Bill Novelli) dispels myths about older workers and describes how employers can best engage them. Why Good People Can’t Get Jobs identifies shortfalls with current hiring practices and training practices and has been excerpted in Time Magazine (online) and reviewed in the Wall Street Journal, The New Yorker, and most major business publications. Will College Pay Off? explores the relationship between college degrees and jobs, identifying the factors that determine whether investments in college degrees will lead to good jobs. It was reviewed in the Wall Street Journal, the Financial Times, and excerpts appeared in Time Magazine, The Washington Post, The New Yorker, and other publications.  Related work on managing retention, electronic recruiting, and changing career paths appears in the Harvard Business Review where the article Why We Love to Hate HR was the cover story of the August,2015 issue. Recent work on performance appraisals and agile project management with Anna Tavis also appears in HBR.  

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